Promoted from Director, Human Resources & National Recruiting (2004-2017) and Director, Organizational Design (2001-2004). Lead and collaborate on transformations for high-growth real estate development entity operating in 14 states. Supervise national, multifunctional teams.Overhauled and continually optimize corporate approach to talent acquisition, Learning & Development, and succession planning. Support best-practice integration in national product portfolio, client service standards, business operations, and market position. Spearhead creative events to drive employee satisfaction, retention, and engagement. Partner with CEO on D&I efforts. Coordinate agile planning at enterprise, division, and team levels to ensure business continuity during industry growth and downturn cycles. Served as HR expert on task force that aligned job roles and performance standards during series of acquisitions. Initiate productivity and time studies to redesign business and staff structures, and create and deploy downsize strategies. Partner with business units on executive and staff acquisition strategies. Built in-house recruiting model that reduced outside agency usage and improved quality of hires and retention rates. Implemented new ATS, behavior-based interview model, digital onboarding and orientation modules, and exit surveys. Oversee new hire and transfer relocations.Designed competency-based performance management model and online Leadership Enrichment Center. Implemented rigorous sales testing, interview, onboarding, and training model, and led design of new coach-focused role for sales leaders resulting in the creation of national sales management training program. Launched division managers’ leadership development program - recruit and coach cohorts in assessment and planning, shared learning, onsite rotations, and placement.Create strategies and communications for print, web, social media, and event platforms to support recruitment and development goals.

Oversaw performance and operational improvements across IT division when staff grew from 3 to 40. Managed 8-figure operations budget, 7-figure capital budget. Chaired Change Control Board. Designed project management model and purchase requisition process to optimize outcomes and costs for IT and networking efforts. Led data center expansion, and supported integration of new enterprise software. Facilitated communication, collaboration, and trainings for technical teams.

Collaborated on 5-year strategic plan for HR, and helped select and launch new HRIS. Oversaw compensation, benefits, and employee relations for 600+ staff. Identified and addressed improvement areas via surveys and benchmarking. Recruited and assessed potential employees. Presented new staff orientations. Designed trainings for multiple staff levels, with focus on high-turnover positions.